Let’s be clear at the outset: implicit bias training programs are an important, valuable part of decreasing discrimination in today’s workplaces. But while nearly every Fortune 500 company has implemented some sort of diversity and unconscious bias training program, a recent survey by the Society for Human Resource Management found that 61% of workers in the United States have either witnessed or personally experienced workplace discrimination1.
One reason may be the focus on implicit bias has reduced attention on the types of explicitly biased toxic language that continue to be a barrier to inclusivity and productivity in our workplaces.
From gendered language that alienates at least half of the workforce to ableist language terms that marginalize mental health struggles, the corporate lexicon is full of expressions that inflict real damage on company culture and employee morale. But if we root out this toxic terminology and pay attention to practical solutions, we can build truly inclusive environments where every employee has a chance to bring their best selves to work.
Gendered language: Subtly sabotaging workplace equality
One subtle but enormous area of explicitly biased terminology is language that reinforces gender norms and stereotypes — for example, using “you guys” for mixed-gender groups or gendered job titles like “chairman” or the term “bossy,” which is almost exclusively applied only to assertive women.
We’re not talking about semantics; there are real consequences. Harvard Business Review analysis showed that women were 1.4 times more likely to receive subjectively negative feedback containing gendered language in their performance reviews4.
It’s easy to take action here. Try adopting a no “you guys” policy (“everybody,” “folks,” or even a “y’all” if you’re feeling sassy). Call the boss the “chair,” regardless of gender. Use a tool like LinkedIn’s feature that scans job postings for gendered language. That will help you create a more inclusive environment that pays dividends — literally. A 2019 McKinsey study found that companies in the top quartile for gender diversity on their executive teams were 25% more likely to have above-average profitability5.
Words matter: Rethinking common phrases that exclude
Another type of toxic workplace language we often use without thinking is ableist terminology — words or phrases that unintentionally discriminate against people with disabilities. For example, we use “crazy” or “insane” to describe difficult situations. It’s a “blind spot” (oversight) that is “tone-deaf” (lacks awareness).
These terms might seem harmless, but they can actually have a significant impact. A 2021 study in the Journal of Occupational Rehabilitation found that ableist language led to lower job satisfaction and higher turnover intention for employees with disabilities.
To address this, companies can make unconsciously toxic language consciously inclusive. The English language is vast.
- Instead of “crazy,” try “hectic” or “intense”;
- Replace “blind spot” with “knowledge gap” or “perspective gap” (because that’s what you really meant).
- Those choices can help you tap in to a broader talent pool and skyrocket innovation; a 2018 report from Accenture found that companies that better supported people with disabilities achieved 28% higher revenue, double the net income and 30% higher economic profit margins than their peers8.
Idioms: When common sayings uncomfortably exclude
Everyday American English is peppered with idioms of questionable origin that serve as dog whistles to particular marginalized groups. Take “peanut gallery,” which referred to the cheap, worst seats (which were sold to Black people during the Jim Crow era), or “long time no see,” which comes from mocking non-native English speakers. How many times have you heard someone refer to “drinking the Kool-Aid” (a reference to mass suicide) or someone being “sold down the river” (literally slave-trade terminology)?
- You may not know where these sayings come from, but the groups targeted often do.
- “It’s been a while” is as easy to say as “long time no see.”
- “Believing the hype” is a close enough cousin to “drinking the Kool-Aid.”
When we stop to think about why we say some of the things we say, we can eliminate linguistic landmines and create a more welcoming environment that boosts morale and productivity.
Addressing explicit bias in the workplace isn’t just smart business — it’s fundamentally the right thing to do. By eliminating gendered language, ableist terms and excluding idioms, companies can cultivate truly inclusive environments where every employee is valued and respected. An equitable workplace lifts morale, increases productivity and jump-starts profitability. Start small: update your style guide, educate your team and encourage open communication. The words we choose not only shape our workplace culture but reflect our values. Choose yours wisely.
Opinions expressed by SmartBrief contributors are their own.
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